The interview process is the series of steps a company uses to evaluate and hire a candidate for a role. It usually includes the following stages: 1. Application Screening Goal: Filter out unqualified applicants. Who’s Involved: Recruiter or HR. What Happens: Resumes and cover letters are reviewed to check for relevant experience, skills, and education. 2. Initial Interview (Phone or Video Call) Goal: Confirm the basics. Who’s Involved: Recruiter or hiring manager. What Happens: A short conversation (15–30 minutes) to assess communication skills, interest in the role, and basic qualifications. May include a few behavioral or situational questions. 3. Technical or Skills Assessment (if applicable) Goal: Test job-specific abilities. Who’s Involved: Team lead or technical expert. What Happens: This could be a coding test, writing assignment, portfolio review, or role-play scenario—depending on the role. 4. In-Depth Interview(s) Goal: Assess fit, experience, and problem-solving. Who’s Involved: Hiring manager, team members, or cross-functional partners. What Happens: Multiple rounds, often with structured behavioral questions (“Tell me about a time when…”) and technical or case-based questions. Culture fit and communication style are evaluated. 5. Final Interview / Leadership Round Goal: Executive or leadership approval. Who’s Involved: Senior manager or department head. What Happens: High-level discussion about long-term goals, alignment with company values, and how the candidate would contribute strategically.